1- Pick one risk and provide a real world example on the forum thread.Like, Peop
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Question
1- Pick one risk and provide a real world example on the forum thread.Like, People:People loss or Money limitation... 2-Additionally, discuss a way that one might respond to this risk (Avoid, Accept, Transfer, Mitigate/Control) 3- Finally, provide a example of how a project manager might monitor project metrics or "tripwires" to monitor the risk source you have chosen Risks: Money -Limitation People -Motivation -Late Start -Queuing -Loss Temporary Loss .Outsourcing Late or Poor Output -Delayed StartExplanation / Answer
People Motivation
Motivation plays a key role in employee engagement, productivity and quality of work. Any demotivating factor has an adverse effect on all of these. An environment with motivated employees is pivotal for a happy and productive organization. Additionally, demotivation is highly contagious. Hence, immediate identification and rectification is very important.
The major reasons behind the demotivation would be:
1. Limited or Lack of Appreciation at work
2. Limited Clarity and enormous volume of work
3. Partiality and Favoritism towards specific employees
4. Manager’s micromanagement and lack of trust towards an employee
5. Limited flow of Information – especially decisions made at the top echelons pertaining to mergers and acquisitions
A recent study identified widespread demotivation in the employees of Kraft Heinz formed after the merger of Kraft Foods Group and HJ Heinz Holding Company in 2015. The merger seemed to have a negative impact on its employees and its culture. With limited information being relayed, layoffs had picked up as a result of which the volume of work sprang up and had an impact on the employees’ work-life balance.
Response to the risk
Primarily this risk can be averted by the immediate manager or supervisor to a great extent.
1. Hear and be involved – try and nip the issue in the bud by observing the body language of the employees around him. Correct their grievance on priority.
2. Support teamwork instead of one-man show
3. Recognize and praise good work
4. Free flowing information – let the employees know about any change in management and Standard Operating Procedure (SOPs) well in advance so that the employees can cope up with it accordingly.
5. Be concerned and give a hand whenever needed
Monitoring by the Manager
1. Guide and Enable instead of Micromanaging – Once the Standard Operating Procedure (SOPs), set clearly defined goals and timelines with clear provision of assistance by the manager for any unforeseen situations.
2. Weekly/Bi-weekly trackers for task accomplishments
3. Grievance Cell – open discussion with Managers for all job related issues and uncertainties
4. Regular Feedback & Recognition
5. Full Communication – No purpose meets except an open two-way discussion letting employees know what they want and need to know.
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